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2 episodes with oxygen media
2 episodes with oxygen media
"Find joy every day." Episode summary | Susan Jin Davis and May Lee explore the themes of generosity, identity, and resilience shaped by their immigrant experiences. They discuss the challenges of growing up as children of immigrants, the impact of cultural concepts like Han, and the transformative power of loss. May shares her journey as a journalist of color, emphasizing the importance of diversity in media and the need for education to combat stereotypes. The discussion also highlights the significance of personal connections and the role of platforms like their podcast, 'Shoes Off Inside,' in fostering dialogue and understanding. R.O.G. Takeaway Tips | Generosity is a core value that shapes our identities. The immigrant experience often involves significant sacrifice and resilience. Childhood challenges can lead to a complex understanding of identity. The concept of Han reflects deep-seated pain and resilience in Korean culture. Transforming pain into purpose can empower individuals to help others. Loss teaches us the importance of cherishing loved ones. Intergenerational trauma impacts our identities and experiences. Diversity in journalism is crucial for accurate representation. Education can fill gaps in understanding cultural histories. Creating platforms for dialogue fosters connection and understanding. Chapters | 00:00 Introduction and Connection 02:50 The Immigrant Experience and Generosity 05:28 Childhood Challenges and Identity Struggles 11:44 The Impact of Racism and the Concept of Han 13:56 Transforming Pain into Purpose 16:34 The Loss of a Parent and Its Lessons 18:30 The Importance of Presence and Connection 19:43 Intergenerational Trauma and Cultural Identity 21:36 Navigating Journalism as a Woman of Color 24:23 Facing Otherism: A Personal Journey 28:13 The Importance of Allyship and Diversity Efforts 32:20 Creating Awareness: The Evolution of Asian Americans in Media 38:04 Shoes Off Inside: Cultural Practices and Podcasting 43:06 Using Platforms for Social Change 51:25 Curiosity and Purpose: Finding Fulfillment in Action Guest Bio | May Lee is an award-winning broadcast journalist who has been both a US based, and international anchor, host, correspondent and producer having worked for a variety of media outlets including NHK, CNBC, Oxygen Media and CNN where she was appointed as the first Korean American anchor. May has broken down many other barriers throughout her career and continues to do so with her production company, Lotus Media House, which currently produces “Shoes Off Inside”, a vodcast (video-podcast) that explores the API experience and beyond with hosts May Lee as well as veteran actors Kelly Hu and Tamlyn Tomita. May's work in API activism and education was recognized by Forbes when she was named one of Forbes 50 over 50 women leading the way in impact in 2021. Along with her media projects and activism, May served as adjunct instructor at USC's Annenberg School of Communication and Journalism and Artistic Assistant Professor at Dodge College of Film and Media Arts at Chapman University. May's many other previous professional roles include LA-based correspondent and host for international network CGTN-America, talk show host for Oxygen Media founded by Oprah Winfrey, and lead anchor for CNBC in Singapore. May is a graduate of Mills College in Oakland, CA where she attained her BA in communications. She has authored two books, “May Lee, Live and in Person”, originally published by John Wiley, and “So You Want to be On-Air? A Guide to Anchoring, Hosting, Voiceovers and more”, published by Cognella, Inc., which was released in July of 2023. May is an active board member of East West Players, the longest running Asian American theatre in the U.S. as well as Miss Porter's School, a prestigious boarding school in Farmington, Connecticut that educates, inspires and empowers the young women to become the leaders of tomorrow. Resources: IG @mayleeshow and @shoesoffinsidemkt YouTube https://www.youtube.com/@shoesoffinsidemkt LinkedIn https://www.linkedin.com/in/mayhlee/ Website lotusmediahouse.com Podcast - Shoes Off Inside MKT Free N.D.I. Network Diversity Index Free Generosity Quiz Credits: May Lee, Host: Susan Jin Davis, Bridge Between, Inc. Coming Next: Please join us next week, Episode 230, Special Guest, Nomi Bergman.
Barbara Mannino, a writer, speaker, and podcaster, is committed to getting her clients and sources the attention they want and need to grow their businesses and be regarded as thought leaders in their respective fields. She began her career as a journalist for the financial press and mainstream media, writing for Fox Business News, entrepreneur.com, and BestWeek and Best's Review magazine. Subsequently, she held senior editorial positions in Fortune 500 companies. The binding thread in each of these positions has been story. Barbara has written about Gerry Laybourne, the founder of Oxygen Media, Henry Silverman, the CEO of Cendant Corporation, and Bob Benmosche, MetLife Chairman and AIG CEO, to name a few, and has been credited by them with her thorough interviewing and storytelling. Barbara is committed to helping her clients and sources find, uncover, and share their stories, dig deep to find their talents, and bring clarity to their why. She coaches them to express with energy and authenticity who they are and how they serve others, fostering self-empowerment as well as connection with their audience. In addition to listening to the episode, you can watch a video of their discussion on our YouTube Channel. And be sure to subscribe to support the podcast! Learn more about Barbara at www.barbaramannino.com and on Facebook, Instagram, Linkedin, and Twitter. Check out her Soapbox Wisdom Podcast on her Facebook page and find her helpful content and storytelling tips at www.chatwithbarb.com. Barbara is the author of The Law Firm Revolution and a contributor to Business Boosts, Vols. 3 and 4. For general information about the podcast, send an email to info@beinhakerlaw.com To follow Mitch and the podcast, go to linktr.ee/beinhakerlaw. You can subscribe and listen to episodes on Apple Podcasts, Google Podcasts, Amazon Music, Spotify and most other directories. Please review us whenever possible and thanks for your continued support! Sponsorships and paid guest appearances are available. Connect with us by email or on social media. The Accidental Entrepreneur is brought to you with the help of our sponsor, AWeber - the world's leading small business email marketing and automation service provider. Since 1998, AWeber has helped more than 1 million small businesses, entrepreneurs through its suite of web-based email marketing, automation tools and education. AWeber – the best option when it comes to marketing your business. Visit http://bit.ly/3HK3DVB for more information and to sign up for a trial account. We are also brought to you by TAB. Since 1989, The Alternative Board (or TAB) has been one of the leading peer advisory and business coaching organizations for independent business owners and CEOs across the world. By facilitating peer advisory boards, private 1-on-1 coaching and strategic planning services, TAB helps business owners improve their businesses in ways that change their lives. https://www.thealternativeboard.com/jersey-shore-north Also brought to you by Beinhaker Law, a boutique business & estates legal practice in Clark, NJ. To learn about shared outside general counsel services and how to better protect your business, visit https://beinhakerlaw.com/fractional-gen-counsel/ Opening music written and performed by Howie Moscovitch and Made to Order Music. For more information about Howie and his music services, visit https://howiemoscovitch.com/made-to-order-music/ Please support our affiliate sponsor (https://beinhakerlaw.com/podcast-affiliates/) One of One Productions - a New Jersey-based studio, just over the George Washington bridge, that caters to the booming business of podcasting. Be sure to check out the guesting kit that they've created exclusively for our listeners! https://one-of-one-productions.myshopify.com/products/mitchell-beinhakers-guesting-kit Also, support the show and get your own podcast merch! (https://beinhakerlaw.com/podcast-store/) The Accidental Entrepreneur is a trademark of Mitchell C. Beinhaker. Copyright 2018-2023. All rights reserved.
In this must-listen episode of the Caring Economy Podcast, we are honored to have media icon and philanthropist Gerry Laybourne. With a storied career that ranges from leading Nickelodeon to founding Oxygen Media, Gerry Laybourne broke barriers as one of the first women to helm a cable television network. Today, she's channeling her entrepreneurial spirit into social impact through her DAY ONE Early Learning Community initiative. Key Takeaways: The Rise of Nickelodeon: How Gerry Laybourne revolutionized children's television and built a globally recognized brand. Oxygen Media: The inception, growth, and influence of a TV network aimed at younger women. The Caring Economy: Understanding Gerry Laybourne's vision for transforming early childhood education and why it's a critical issue today. Female Leadership: Insights into Gerry's philanthropic work that empowers women and girls across various sectors.
Never before have we seen 5 generations of workers at work at the same time. Almost like a tradition, the previous generation has always bemoaned the newest one as lazy, spoiled, and in general, not as good as they were “back in the day.” Naturally, this can cause quite a lot of friction in a workplace and in the age of social media and 24/7 news cycles, it seems like there's always some new beef between Millennials and Gen Z'ers, and those that came before. But today's guest, Val Grubb, believes there's strength to be found in these differences. Val is the founder of Val Grubb & Associates, a coaching and consultancy agency that works with companies such as Siemens, Cathay Bank, Best Buy, and hundreds more. Prior to founding VG&A, Val served as the Vice President of Strategic Operations at NBC Universal, where she oversaw business development opportunities and spearheaded on-air quality initiatives for the 2008 Summer Olympics in Beijing, China. Val played a seminal role in the 1999 formation of Oxygen Media and its subsequent success, which led to the company's purchase by NBC Universal in 2007. It's safe to say that Val knows how to lead a team to great success and in her book “Clash of the Generations: Managing the New Workplace Reality,” Val goes into detail about how leaning into and embracing differences between the generations can lead to a greater performing team. This is another episode you're not going to want to miss, so with that…let's bring it in!
As President of Nickelodeon, Gerry Laybourne turned a tiny children's network into a multi-billion dollar television empire. Later in her career, Gerry was inspired to co-found a new network for women, Oxygen Media. Join us on the season premiere of The Road to Why, where we learn how understanding the perspectives of the younger generation helped to shape the trajectory of an entire industry. Gerry speaks about her innovative approach to leadership at Nickelodeon, raising entrepreneurial children, and giving kids a voice in family discussions on wealth and philanthropy. She also discusses her “joyous work-life imbalance,” being a female senior executive in the 1980s, and her current focus as co-founder of Day One Early Learning Community, among other topics. We'll also find out: (2:56) — What were some of the key influences in Gerry's upbringing that helped shape her values?(5:10) — How influential was early television on Gerry's career?(6:09) — What led Gerry to work in television?(12:02) — How did Gerry change the culture at Nickelodeon?(14:08) — How did Gerry create programming that kids of the '80s could relate to?(15:47) — How did Gerry's partnership with Oprah develop?(20:19) — How did Gerry's career influence the professional lives of her children?(23:45) — What drives Gerry to build, create and inspire others?(25:52) — What was Gerry's experience in the television industry as a woman in the '80s?(27:54) — What are ‘Global Women's Mentoring Walks,' and how did Gerry found the initiative?(29:52) — How did Gerry make the transition from children's television to children's education?(32:40) — In Gerry's view, what makes a good board member?(34:55) — How does Gerry approach conversations on wealth and legacy with her children?
Lara Richardson is the Chief Marketing Officer of Hallmark Media, which includes the Hallmark Channel, Hallmark Movies and Mysteries, and Hallmark Drama, as well as a streaming service, Hallmark Movies Now. Hallmark Media is a subsidiary of Kansas City-based Hallmark Cards. Lara has worked as the CMO of Hallmark Media for two years. Previously, she worked for USA Broadcasting, Oxygen Media, A + E Networks, and Discovery Inc., where she worked for nearly 11 years. Over the course of her career, Richardson's work has garnered notable accolades, including three Emmy® wins in the category of Outstanding Promotional Announcement; a Bronze Cannes Lions award; several gold, silver, and bronze Promax recognitions and more.In this special holiday episode, Jim and Lara discuss modernizing a century-old brand, encouraging your team to "take off the creative handcuffs," and making Shark Week relevant again while at Discovery Channel. Plus, she shares what she learned while shooting a commercial with Oprah.Check out the first edition of The CMO Podcast Magazine. In it, host Jim Stengel talks to marketers and executives about how to become an inclusive leader and the ways they're promoting DE&I (Diversity, Equity & Inclusion).This includes discussions about initiatives they're implementing in their company, how they're succeeding, and why DE&I is vital to their bottom line. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Lisa Gersh is an experienced operating executive and public company board member, having been the CEO of multiple companies and currently serving on three public company boards. Most recently, Lisa was the CEO of the fashion brand, Alexander Wang. Prior to that, Lisa served as the CEO of Goop, Inc. (a lifestyle brand founded by Gwyneth Paltrow) and was the President and CEO of Martha Stewart Living Omnimedia, Inc. In 2000, Lisa co-founded Oxygen Media with Geraldine Laybourne and served as its President and COO. In 2007, Oxygen was acquired by NBC Universal, and Lisa was made the President of Strategic Initiatives at NBC. Lisa began her career as a lawyer and has 13 years of experience at law firms, one of which she co-founded. Her public company Board experience is quite extensive, having served on the boards of various companies including, Hasbro, Inc., The Bail Project, Pershing Square Tontine Holdings, The Second Shift, and Jones Road. Lisa's a graduate of the State University of New York Binghamton and holds a law degree from Rutgers Law School.See omnystudio.com/listener for privacy information.
As Cynthia puts it, the Chief Financial Officer in any company is one of the most cross functional leaders, thus she describes her role as “the dot connector.” Cynthia Chu has built an amazing career stretching across several industries and reaching to every corner of the globe, always expanding her toolkit to drive her career forward. She shares fantastic stories and valuable insights that have helped her achieve her career goals. While at NBC Universal, she was the CFO of USA Network and previously the CFO of Oxygen, overseeing the finances of some of the most successful content in the portfolio. Now as CFO and Growth Officer at Audible, her role also emcompases marketing functions for the successful and ever-expanding company. Guest Bio Cynthia Chu Chief Financial Officer and Growth Officer Audible Cynthia Chu joined Audible in 2015 as Chief Financial Officer. Adding oversight of marketing in 2021, her role has since expanded to CFO and Growth Officer. She most recently served as CFO for the USA Network division of Comcast NBC Universal, which followed her first divisional CFO appointment overseeing NBC's newly acquired Oxygen Media. Prior to her long career with NBC, Cynthia worked at GE, where she earned a Six Sigma black belt qualification. A native of Hong Kong, Cynthia is a graduate of the University of Wisconsin. Links To learn more about Lead With Your Brand system, please visit: LeadWithyYourBrand.com To book Jayzen for a speaking engagement or workshop at your company, visit: JayzenPatria.com
James Fallows has been a national correspondent for The Atlantic for more than thirty-five years, reporting from China, Japan, Southeast Asia, Europe, and across the United States. Winner of the National Book Award and National Magazine Award, he's the author of twelve books and his work has appeared in numerous publications and on public-radio. For two years he was President Jimmy Carter's chief speechwriter.Deborah Fallows is a linguist and writer. The author of Dreaming in Chinese and A Mother's Work, she has written for The Atlantic, National Geographic, and The New York Times, among others and has worked at the Pew Research Center, Oxygen Media, and Georgetown University.Following the success of their NYTimes bestselling book Our Towns and HBO documentary based on their reporting on around 50 towns around the country, they formed the Our Towns Civic Foundation to promote reporting from under-served areas across the US, connect innovators and give Americans a fuller and more realistic picture of their country's challenges and opportunities.Our Towns (HBO Movie): https://www.hbo.com/documentaries/our-townsOur Towns (book): https://www.penguinrandomhouse.com/books/550194/our-towns-by-james-fallows-and-deborah-fallows/ Our Towns Civic Foundation: https://www.ourtownsfoundation.org/ Our Towns Civic Foundation is a new non-profit organization that promotes reporting from under-served areas across the United States, to connect innovators dealing with the problems of this era, and gives Americans a fuller and more realistic picture of their countries challenges and opportunities."Deb Fallows, Dreaming in Chinese https://www.bloomsbury.com/us/dreaming-in-chinese-9780802779144/Deb Fallows, A Mother's Work https://www.amazon.com/Mothers-Work-Deborah-Fallows/dp/0395362180Jim Fallows, More Like Us https://www.amazon.com/More-like-Strengths-Traditional-Challenge/dp/B0010HBVYQOther books https://www.penguinrandomhouse.com/authors/8383/james-fallows/ Substack: https://fallows.substack.com/Photo © Michael Shay Polara Studio
James Fallows has been a national correspondent for The Atlantic for more than thirty-five years, reporting from China, Japan, Southeast Asia, Europe, and across the United States. Winner of the National Book Award and National Magazine Award, he's the author of twelve books and his work has appeared in numerous publications and on public-radio. For two years he was President Jimmy Carter's chief speechwriter.Deborah Fallows is a linguist and writer. The author of Dreaming in Chinese and A Mother's Work, she has written for The Atlantic, National Geographic, and The New York Times, among others and has worked at the Pew Research Center, Oxygen Media, and Georgetown University.Following the success of their NYTimes bestselling book Our Towns and HBO documentary based on their reporting on around 50 towns around the country, they formed the Our Towns Civic Foundation to promote reporting from under-served areas across the US, connect innovators and give Americans a fuller and more realistic picture of their country's challenges and opportunities.Our Towns (HBO Movie): https://www.hbo.com/documentaries/our-townsOur Towns (book): https://www.penguinrandomhouse.com/books/550194/our-towns-by-james-fallows-and-deborah-fallows/ Our Towns Civic Foundation: https://www.ourtownsfoundation.org/ Our Towns Civic Foundation is a new non-profit organization that promotes reporting from under-served areas across the United States, to connect innovators dealing with the problems of this era, and gives Americans a fuller and more realistic picture of their countries challenges and opportunities."Deb Fallows, Dreaming in Chinese https://www.bloomsbury.com/us/dreaming-in-chinese-9780802779144/Deb Fallows, A Mother's Work https://www.amazon.com/Mothers-Work-Deborah-Fallows/dp/0395362180Jim Fallows, More Like Us https://www.amazon.com/More-like-Strengths-Traditional-Challenge/dp/B0010HBVYQOther books https://www.penguinrandomhouse.com/authors/8383/james-fallows/ Substack: https://fallows.substack.com/Photo © Michael Shay Polara Studio
James Fallows has been a national correspondent for The Atlantic for more than thirty-five years, reporting from China, Japan, Southeast Asia, Europe, and across the United States. Winner of the National Book Award and National Magazine Award, he's the author of twelve books and his work has appeared in numerous publications and on public-radio. For two years he was President Jimmy Carter's chief speechwriter.Deborah Fallows is a linguist and writer. The author of Dreaming in Chinese and A Mother's Work, she has written for The Atlantic, National Geographic, and The New York Times, among others and has worked at the Pew Research Center, Oxygen Media, and Georgetown University.Following the success of their NYTimes bestselling book Our Towns and HBO documentary based on their reporting on around 50 towns around the country, they formed the Our Towns Civic Foundation to promote reporting from under-served areas across the US, connect innovators and give Americans a fuller and more realistic picture of their country's challenges and opportunities.Our Towns (HBO Movie): https://www.hbo.com/documentaries/our-townsOur Towns (book): https://www.penguinrandomhouse.com/books/550194/our-towns-by-james-fallows-and-deborah-fallows/ Our Towns Civic Foundation: https://www.ourtownsfoundation.org/ Our Towns Civic Foundation is a new non-profit organization that promotes reporting from under-served areas across the United States, to connect innovators dealing with the problems of this era, and gives Americans a fuller and more realistic picture of their countries challenges and opportunities."Deb Fallows, Dreaming in Chinese https://www.bloomsbury.com/us/dreaming-in-chinese-9780802779144/Deb Fallows, A Mother's Work https://www.amazon.com/Mothers-Work-Deborah-Fallows/dp/0395362180Jim Fallows, More Like Us https://www.amazon.com/More-like-Strengths-Traditional-Challenge/dp/B0010HBVYQOther books https://www.penguinrandomhouse.com/authors/8383/james-fallows/ Substack: https://fallows.substack.com/Photo © Michael Shay Polara Studio
Yaron Ben-Zvi is CEO of Haven Technologies, where he is responsible for commercializing the Haven Technologies platform for the broader life, disability and annuity industries, as well as driving adoption and success of the platform with clients. In this role, Yaron leads a team of 350+ technology-focused professionals on a mission to help make life insurance more available and accessible through the use of technology. Previously, Yaron was Head of Platform Innovation for MassMutual, where he led the team building the platform and driving adoption of the technology that now supports a substantial portion of MassMutual's core life insurance business. He was also the co-founder and CEO of Haven Life, MassMutual's direct-to-consumer life insurance agency. Yaron's interest in life insurance began as a customer when he set out to buy a life insurance policy for himself and found existing solutions had not yet realized the potential of digital capabilities in the space. Yaron was a founder in several early stage companies, including a digital life insurance agency and an early robo-advisor. Earlier in his career, Yaron worked with various innovative media companies. He was an early employee at social listening platform BuzzMetrics, later acquired by Nielsen Media, as well as an early employee at Oxygen Media, later acquired by NBC. Yaron is a graduate of Wesleyan University and the Wharton School of Business, and lives with his wife and two children in Hastings-on-Hudson, NY. Highlights from the Show Haven started with Haven Life 8 years ago, Yaron had to buy a Life policy, and his experience led him to be interested in applying his tech background to making it better He got licensed to sell Life insurance to understand it better, and things grew from there The solution they built is not only used for Haven Life Insurance Agency, but also in parts of their parent company, MassMutual, and was just announced as a platform other life insurers can use under the name Haven Technologies Yaron started in Media at Oxygen as their first employee, and was working on their interactive and VOD approach, before any of that really existed yet In this capacity, Yaron learned to really study and understand customer behaviors and mindsets, and use technology to engage better with them This is also where Yaron learned the importance of Engagement, which is something that's hard to come by in Life insurance since it's not compulsory, but also removing friction for customers because the simple things are what end up working Yaron ended up in FinTech, working on a robo advisory solution, learning about the advisory world After selling his company, starting a family triggered Yaron to get life insurance, and he was surprised not to be able to actually buy a purchase simply online, and in a way he understood With the entrepreneurial bent in him, Yaron dug in, taking some coding classes and getting licensed to sell Life insurance so he could understand the issue and how to solve it Partnering with the CTO from his past company, they started to work on a way to get quotes from multiple carriers, acting more like an MGA They learned that the friction came from the carrier side due to constraints on their end around product design, underwriting and tech They wondered what they could do if they had more control over those components to reduce friction, which led them to partner with MassMutual to try to make those changes from inside The things that needed to change to make direct possible are around stripping the product and options down to ones customers can understand and speak directly to their needs A lot of simplification comes via Addition by Subtraction, starting with what's there and chiseling away what isn't needed; though that might change to be more clean sheet over time Starting from a blank sheet of paper can be useful, but do you end up building things back up over time because of roadblocks and new situations you find? The direct model is not likely to be a fit for every Life product out there, and not every need is met by Term (or simple term options), so Yaron doesn't see the market going purely direct At ITC 2021, Haven announced Haven Technologies, which is an enterprise offering of the tech platform they built for other Life carriers to use to remove friction, with 4 main modules Application taking / sales funnel Underwriting via straight through and people Policy Admin Actuarial tools to support the other 3 modules We talked about the strategic decision to commercialize your core tech or not For Haven Technologies, there is going to be so much investment in changing Life in the coming years, and if not them, someone else will rise up and solve it, so it made sense for them to compete given that they've built a solution Yaron thinks about how Life will change by thinking about the three types of players will change Tech - more spend and players offering transformation services, digital, data and analytics Carriers - accelerating transformation initiatives and thinking across channels and products about new ways to grow with new products Distribution - it will keep evolving and broadening If you combine this, there's a wall with lots of holes being poked at it, which, in their entirety, is incredibly transformational with more players and more customer needs being met This episode is brought to you by VPay (vpayusa.com), part of Optum Financial. And by the the book series, The Future of Insurance: From Disruption to Evolution by Bryan Falchuk (future-of-insurance.com). Follow the podcast at future-of-insurance.com/podcast for more details and other episodes. Music courtesy of UPbeat Music, available to stream on Spotify, Apple Music, Amazon Music and Google Play. Just search for "UPbeat Music"
Today, I have the privilege of introducing to you someone who's been in the broadcast journalism game for more than 30 years. She was an LA-based correspondent for international network CGTN-America where she covered news, politics, business and entertainment throughout Southern California and beyond. She also has many years of international experience where she worked for Japan's NHK network and CNN as the Tokyo Correspondent and then the main anchor for CNN International in Hong Kong. In 2000, May came back to the US and joined Oxygen Media, founded by Oprah Winfrey, as one of its main talk show hosts. In 2004, she headed back to Asia to join CNBC Asia in Singapore as the primary anchor.At the start of 2020, when anti-Asian hate exploded during the COVID-19 pandemic, May's production company, Lotus Media House, partnered with NextShark, the leading Asian online news source, to launch "The May Lee Show," the first pan-Asia talk show for women. She does this all while being an adjunct professor at USC.Let's meet May Lee as she shares her story about her upbringing and journalism career.#MayLee #theMayLeeShow #Asiansuccess #Coveragegenius
May Lee is an award-winning broadcast journalist, host of the podcast The May Lee Show, adjunct professor at USC, and the Founder of Lotus Media House. We discuss her professional experience throughout Asia and America, including joining Oxygen Media (founded by Oprah Winfrey) in 2000 and working as a primary anchor in Singapore in 2004. In 2020, when anti-Asian hate crimes were increasing, Lotus Media House, partnered with NextShark, the leading Asian online news source, to launch "The May Lee Show," the first pan-Asia talk show for women. Each episode, May sits down with the most impactful and relevant Asians in the US and around the world, who are boldly enhancing and elevating Asian voices and issues. May is recognized as a powerful voice for Asian Americans (especially Asian American women), and was named one of Forbes 50 Over 50 women leading the way in impact in July 2021. May continues to work with various organizations, companies, and media outlets to raise more awareness of AAPI history and experiences, including teaching Asian American History at USC. We discuss the importance of destigmatizing help-seeking and engaging in mental health care in the Asian American community.
From her early days at ABC Sport, to Oxygen Media, then Cablevision and the MSG Networks and finally as the first President of the PAC 12 Network, which she built from scratch, Lydia Murphy-Stephans has had a stellar career spanning 30+ years of increasingly responsible executive Leadership posts. For most of us that would be plenty…….but not for Lydia. 3 years ago she launched her own company, Sports Bubble an Internet-based company that owns and manages the WatchSports app…..a fascinatingly simple way to connect and watch sports regardless of platform, device, channel or Streaming Service. A total Game Changer. Listen Up!
Dori Berninstein is a four-time Tony-winning Broadway producer, an Emmy-award-winning director, producer and writer of film and television, a Golden Globe Nominee and the founder and CEO of The Broadway Podcast Network. Dori joined Ryan Murphy as Producer on the Netflix movie adaptation The Prom (Golden Globe Nominee), based on Dori's Broadway musical The Prom (Best Musical – Drama Desk Award). Dori's other Broadway Shows include: Is This A Room, Dana H., the 2021 revival of Company, Who's Afraid of Virginia Woolf (Tony Award – Best Play Revival); Legally Blonde: The Musical (Olivier Award – Best Musical), Thoroughly Modern Millie (Tony Award – Best Musical), The Crucible, One Flew Over The Cuckoo's Nest (Tony Award – Best Play Revival), Fool Moon (Special Tony Award), Flower Drum Song, Enchanted April and Golden Child. As a Documentary Filmmaker, Dori directed, wrote and produced: The Show Must Go On (launching November 2021), ShowBusiness: The Road To Broadway (Showtime); Marvin Hamlisch: What He Did For Love (Emmy Award / American Masters); Carol Channing: Larger Than Life (Showtime); Gotta Dance (adapted for the stage as Half Time); Some Assembly and The Last Blintz. For Television, Dori directed and produced Joshua Bell: Music at Home (PBS - 2020), Eavesdropping with Alan Cumming (Oxygen) and The Isaac Mizrahi Show (Oxygen). Dori is the recipient of Broadway's Robert Whitehead Award for Outstanding Achievement in Commercial Theatre Producing and the Jacob Burns Vision Award. She is the curator and moderator of The Jacob Burns Actor's Fund “Life On Stage” series. Dori is also partnered with illustrator Justin “Squigs” Robertson on the creation of the Lights of Broadway Trading Cards (www.lightsofbroadway.nyc) and is the co-founded Camp Broadway, an immersive behind-the-scenes Theatre Camp for kids. Dori executive produced and/or supervised over 50 feature, special f/x and/or animated productions, including Isaac Mizrahi's award-winning documentary Unzipped, Dirty Dancing) and Jim Henson's MuppetVision 3-D. She has executive produced websites for Oprah and President Clinton. Dori has worked as a Producer and/or an Executive for DreamWorks Theatricals, Paramount Pictures, Warner Brothers, Sony Pictures, NBC, MTV, Sesame Workshop, Oxygen Media, Vestron Pictures, and Walt Disney Imagineering. Dori began her professional career as an Investment Banker in Mergers & Acquisitions for Morgan Stanley Learn more about your ad choices. Visit podcastchoices.com/adchoices
Jayzen is thrilled to welcome one of the most successful marketers in the entertainment industry, who has an amazing career story to tell. Puja Vohra is the Executive Vice President of Marketing and Strategy for Showtime Networks, Inc. Knowing virtually no one in New York, Puja left her career in India, as she knew she needed to be in the “center of the universe,” and immigrated to America. After nearly 50 informational interviews and countless odd jobs over four years, she finally landed her big break in television marketing. The rest is an amazing history. Puja Vohra is the perfect guest to wrap up AAPI Heritage Month! Over the past month, we’ve featured the stories of amazing leaders who have and continue to shape culture and community, all who happen to be of AAPI descent. Be sure to check out some incredible shows from Season 1 at www.LeadWithYourBrand.com/AAPI with a number of our favorite APPI voices from the podcast. Let’s amplify AAPI voices and work to #StopAAPIHate! Guest Bio PUJA VOHRA EXECUTIVE VICE PRESIDENT, MARKETING AND STRATEGY, SHOWTIME NETWORKS INC. Puja Vohra is Executive Vice President, Marketing and Strategy, for Showtime Networks, Inc. In her role, Vohra oversees the marketing of all SHOWTIME original programming, including award-winning series such as BILLIONS, THE CHI, BLACK MONDAY, YOUR HONOR, THE GOOD LORD BIRD and THE L WORD: GENERATION Q. She also oversees its full-funnel media efforts, promotions, digital strategy and social media, as well as brand strategy and analytics. Vohra is a seasoned leader with over two decades of experience working with leading brands around the world. Prior to SHOWTIME she was most recently CMO for BSE Global, where she directed marketing, creative and digital efforts for BSE Global properties, including the Brooklyn Nets and Barclays Center. Prior to that, she served as Executive Vice President of Marketing and Digital for truTV, a division of Warner Media. In this role, she was responsible for all on- and off-air marketing campaigns for the network’s slate of programming, including the Emmy® Award-nominated At Home with Amy Sedaris, I’m Sorry, Impractical Jokers, Adam Ruins Everything and Tacoma FD. Vohra joined truTV in March 2014 after serving as Senior Vice President of Marketing at Oxygen Media, where she managed the network’s consumer and ad sales marketing teams. She also previously had senior consumer and sales marketing roles at Bravo Media, making a splash with several successful launches including early seasons of Project Runway, Top Chef and The Real Housewives franchise, as well as the network’s first “Affluencers” trade campaign. Prior to her time in the US, Vohra held marketing roles at Seagram India and MTV India. She holds a Bachelor’s degree from Delhi University and an MBA from the Indian Institute of Management, Calcutta. She’s been a speaker on several high-profile industry panels including Advertising Week, Variety Massive, NAB, TVOT and Promax. Under her direction, her teams have been the recipients of several awards, including a CLIO Grand, a Shorty, several CLIOs and Promax Awards for breakthrough social response and marketing campaigns. Vohra lives in Brooklyn, NY with her husband, Laxman, their 12 year-old daughter, Mira, and their mutt, Bailey. If she could, she would eat PB&J’s from Sarabeth’s every day. Links To learn more about Lead With Your Brand and the Career Breakthrough Mentoring program, please visit: https://www.leadwithyourbrand.com To book Jayzen for a speaking engagement or workshop at your company, visit: https://www.jayzenpatria.com Please connect on LinkedIn: https://www.linkedin.com/in/jayzenpatria Learn more about CAPAW at: https://apawomen.org And follow their channels at: https://www.linkedin.com/company/apawomen/ https://twitter.com/CtrAPAWomen https://www.facebook.com/CtrAPAWomen Get the latest from Showtime at https://www.showtime.com
Gina Rubel goes on record with May Lee, award-winning journalist and host of The May Lee Show, to discuss AAPI Heritage Month, her journey to becoming an award-winning journalist, what experiences have had the greatest impact on her career in communications, and what inspired the launch of The May Lee Show. Learn More At the start of 2020, May partnered with NextShark, the leading Asian online news source, to launch “The May Lee Show”, a podcast/video program focused on Asian and Asian American issues and stories. Prior to “The May Lee Show”, May was the LA-based correspondent for international network CGTN-America. She covered news, politics, business, and entertainment throughout Southern California and beyond. May is also the founder and CEO of Lotus Media House, a media company that she started in Singapore and produced original programs including “The May Lee Show”, the first pan-Asia talk show for women. May’s international experience as a broadcast journalist began in 1992 at Japan’s NHK network. Then, May became the first Korean American to become a news anchor for CNN, first as the Tokyo Correspondent and then the main anchor for CNN International in Hong Kong. In 2000, May joined the dynamic new women’s network, Oxygen Media, founded by Oprah Winfrey as one of its main talk show hosts. She headed back to Asia in 2004 to join CNBC Asia as the primary anchor.
In this episode, Miguel Armaza sits down with Sean Collins and Bill McNichols, Co-Founders of Goldfinch Partners, a Private Equity firm focused on enterprise technology companies that power digital transformation, with a focus on marketing, Commerce, Payments, FinTech, Supply Chain, and Human Capital. Prior to Goldfinch, Sean was Co-Founder and Chief Investment Officer of BCG Digital Ventures, where he oversaw investments globally into 75+ ventures and Bill was the Senior Vice President of Corporate and Business Development at Starbucks where he led over 40 transactions including more than $11 billion of acquisitions, divestitures and investments. Sean Collins Sean has over 20 years of experience investing, advising, operating, and building companies focused on digital transformation. Prior to Goldfinch, Sean was Co-Founder and Chief Investment Officer of BCG Digital Ventures, where he oversaw investments globally into 75+ ventures. Prior to BCG DV, he was SVP of E-commerce, Marketing, and Strategy at the Sports Authority where he helped engineer a turnaround that leveraged digital marketing and e-commerce to drive revenue growth. Previously, he was an Associate Partner at McKinsey & Company where he advised Retail, TMT, and Private Equity clients. Sean holds a BA from Whitman College in Economics & Music. Bill McNichols Bill has more than 20 years experience as an investor and operator. Prior to co-founding Goldfinch, Bill was SVP of Corporate and Business Development at Starbucks where he led over 40 transactions including more than $11 billion of acquisitions, divestitures and investments along with numerous commercial partnerships. Prior to Starbucks, Bill was a senior investment professional at Vulcan Capital, where his portfolio included DreamWorks, Oxygen Media, and TowerCo. Bill began his career at Gleacher & Co where he focused on advisory and investment work in the CPG, quick service restaurant and TMT sectors. Bill holds an MBA from Harvard Business School and a BA with high honors from Colgate University. Goldfinch Partners Founded in 2018, Goldfinch Partners invests in the enterprise technology companies that power digital transformation. Goldfinch thematically invests in the sectors and spaces they know deeply, including Marketing, Commerce, Payments, FinTech, Supply Chain, and Human Capital.
Zach chats with Fortune senior editor Ellen McGirt about her journey to writing on race and leadership and what fuels her to do this work, and she graciously details the dynamic of what it looks like for her to talk about these topics with majority-white executive leaders while breaking down how it works for her as a journalist. Ellen's reporting has taken her inside the C-Suites of Facebook, Nike, Twitter, Intel, Xerox and Cisco and on the campaign trail with Barack Obama - check out all of her information in the show notes!Connect with Ellen on LinkedIn and Twitter, and check out her Fortune.com newsletter raceAhead.Follow Fortune on social media. They're on LinkedIn, Twitter, Instagram and Facebook.Find out how the CDC suggests you wash your hands by clicking here.Help food banks respond to COVID-19. Learn more at FeedingAmerica.org.Visit our website.TRANSCRIPTZach: What's up, y'all? It's Zach with Living Corporate, and man, goodness gracious. Wild times we're living in. I hope that you're washing your hands, keeping your hands off your face, not congregating in groups of more than 10--just chilling really, right? Take care of yourself, take care of your family. I hope that you've been listening to the content that Living Corporate has been putting out regarding just working from home and still maintaining community while working from home. Just taking care of yourself. I'm hoping that you're able to engage in our content, and irrespective of that I'm just hoping that you're safe. You know, we always have conversations on this platform that aim to center and amplify underrepresented voices, and I think that we continue to separate ourselves as it pertains to doing that, right? Like, we're trying to be unapologetic about really amplifying and centering marginalized, underrepresented and underappreciated, underestimated voices at work, and we do this by having authentic, available, candid, transparent--any other words you want to use for real--conversations with all types of people. Authors, writers, professors, activists, executives, recruiters, entrepreneurs, influencers, artists, right? Like, anybody that is passionate about this space, and with that being said, we have somebody on who honestly--and I don't know why I'll always say, "I'm really a fan of this person," but I really am a fan. Like, this person, if y'all--anyway, we'll get into it. Ellen McGirt. Ellen McGirt is an award-winning journalist, senior editor at Fortune Magazine, and covers race, culture and leadership in a daily column for Fortune called "RaceAhead". Make sure y'all check out RaceAhead. We'll talk about that a little bit later, but it's fire. Her reporting has taken her inside the C-Suites of Facebook, Nike, Twitter, Intel, Xerox and Cisco--now, look, those are just a few, okay? 'Cause that's not exhaustive--the campaign trail with Barack Obama--what's up, come on--and across Africa with Bono to study breakthrough philanthropy. In the past, she’s written for Time, Money and Fast Company, where she wrote or contributed to more than twenty cover stories and created the digital series "The 30 Second MBA." Back when the web was young, [laughs]--so that's when Al Gore was, like, you know, like, a little less stodgy. Like, this was earlier. She was the founder of a financial website for women called "Cassandra’s Revenge," and she established similar sites for AOL and Oxygen Media. Y'all, she established sites for--it's crazy, 'cause I'm reading this and I'm like--as if I haven't read this before, but it's just wild when you think about, like, sites for AOL. Like, that's back in the day. You know, some of y'all don't remember. You had to log on, and then, like, the little man would be on the screen, and then, you know, you couldn't be on the computer, and then your mom would be on the phone 'cause--the busy signal 'cause you had dial-up, and you'd pick up the phone and it'd be like *noise*. Anyway, so the point is, like, she's OG. OG in the game. Ellen was the lead editor for Your First Leadership Job, a book published by Wiley in 2015, and she attended Brown University. Ellen, welcome to the show. How are you doing?Ellen: I am exhausted after listening to my bio. My gosh, I've been busy. But so happy to be here, Zach. Thank you.Zach: Now, look, first off we gotta shout you out, because you were one of the first articles that we cited on Living Corporate, "Why Race & Culture Matter in the C-Suite," talking about leading while black. Can we talk a little bit about that piece and your journey on writing in race and leadership?Ellen: 100% we can, 'cause that really kicked off a whole new career development for me. But before we do I have to shout you right back, Zach. I mean, when I stepped into this space of writing about race, particularly for the corporate world, I was stepping into a space where giants already inhabited the world, and you are one of them, and I appreciate you, and I just want to let you know that at moments when I really don't know what to do, what to write, what to think about what's happening in the world, I've got your voice in my head, and you steer me in the right directions, so I appreciate you.Zach: Would you stop? Oh, my gosh.Ellen: That's the thing. But that's also the thing. I know that you know this from doing this work, which is different from, you know, your day job and your home life and it's just a distinct part of what you do, is that when you decide to talk about race and inclusion, particularly in the workplace and what that means in the world, you inherit a whole bunch of people who you didn't know who existed who have been thinking about how to make the world better in this challenging way, and that's the blessing of the work. It really is.Zach, You know, speaking of the work, why do you think so few folks discuss the intersection of race and leadership in major publications? This is not even really an ad for Fortune, right? Shout-out to Fortune. What's up? But, you know, I don't see this a lot. You know, you see pieces from time to time in Harvard Business Review, but I don't think I've seen dedicated spaces for this intersection of race and leadership in white-owned publications. Like, why do you think that is, and what's your fuel for doing this work?Ellen: You know, this leads me right back to your first question. You know as well as anybody who is reading business material or even news magazines or news material that race is just not something people are willing to talk about, are comfortable talking about, and I think for Fortune, which writes for the business audience--and not just any business audience, for a corporate audience--this is not something that had ever been taken on seriously in the corporate world before, and in addition to subscribers, in addition to people showing up at our events, major corporations actually are our advertisers and our sponsors. In many ways, we are paid for by the people that we cover. So it is an inherent tension, and we do have to walk that fine line. I know you and I have talked about this in the past. So imagine my surprise, you know? [laughs] I hadn't worked at Fortune in years. I had left in 2006 and joined a competitor for many, many years, which you mentioned. I had worked on a book. I was sort of looking around for my next act, and I get a ping out of the blue from Cliff Leaf, who is now the editor-in-chief, asking me if I would be willing to write a piece about why there's no black men in the executive pipeline in Fortune 500 companies. So two things leaped to mind. "Oh, my gosh. Of course yes," and the second one is "There really must not be anybody as part of just Fortune's daily lives who felt comfortable writing a piece like this," which reflected just how tentative it all is for everyone. News rooms are not as diverse as they should be. Corporate America isn't. Nothing is as diverse as it should be. So in my first conversation with Cliff--and I have to also shout-out Alan Murray, who's now our CEO--then our president--you know, this is something that people, that they cared about, brought to their attention, as something that would be welcome in the marketplace, and to their credit, two white men stood behind me and said, "We pick you. Let's see what happens," and my conversation with Cliff is this can't just be about data. This just can't be an inspiring conversation with a beleaguered chief diversity officer somewhere,who we all know doesn't get the resources that they need. We need to look at what happens that black men very specifically, from the time they're born, in under-resourced neighborhoods, in neighborhoods without sufficient food resources and with environmental issues, to the time they don't get to the C-Suite. And where are we losing them? We're losing them in school, where they're--under-resourced school or biased treatment, disproportionate treatment while they're in school. We're losing them into the criminal justice system, and we know how that works out. We're losing them through a series of biased decisions and screening mechanisms which are systemic. Hell, if their mothers survive their birth with them we're losing them every step of the way, and that was what that first story was intended to do, was to look at it from that holistic point of view. And Zach, it worked. It almost killed me, but it worked, because, you know, in order to do it I had to take the testimony of men just like you, and some not like you--younger than you, in different stages than you, [?], young men who would never join the corporate world for any reason because they don't trust it--and put that, their pain and their regrets and their pressures and their inability to cope with some of the unique pressures they experience, on full view, and that kicks us off with an opening to have more of these types of conversations in longform and print and in a daily newsletter, which had--to my knowledge--not been explored in this way in any business publication. We were growing a newsletter of business, but it was particularly--it was usually sector-oriented. Like, here's tech, or here's healthcare. You know, those are the kinds of things we tend to gravitate to. "Here's mergers and acquisitions." The exceptions were Alan Murray's CEO Daily, which is about leadership, which is, of course, top of mind news, top of the heap, and Broadsheet, which is for women and [?] corporate women which has inspired me from the very beginning and has turned into literally my sisters in inclusive thinking. Like, really advocating for what would make the workplace better for people who should be there in larger numbers. And it was an accident, it was an experiment, and I just happened to be in the right place at the right time.Zach: Well, you know, it's incredible, and I'ma tell you, like, I read it--and Living Corporate's format back then was a little bit different, but I hope that I gave it justice when I read it on the podcast because it was just--it really resonated with me, and I remember, you know--'cause you were profiling the now-passed on--rest in peace--Bernard Tyson, and I just recall at the time, like, even reading the piece and the way you talked about Mr. Tyson and just his journey, it was almost just like reading, like, about a mythical figure, right? So it meant a lot. It meant a lot to me, and I know it's meant a lot to our listenership. And a little bit behind the scenes actually, that particular episode is one of our most referenced--and that was, like, early. I mean, y'all, this was almost--this was two years ago, right? This was in our first, like, 10 or 15 episodes. This is one of our most downloaded episodes actually, like, to date. So you talked about it--you know, you said the piece, it almost killed you, and you made mention of, like, really, I believe--without putting words in your mouth--you were alluding to the emotional labor of the work. Can you talk a little bit about what it looks like to do the work and, like, how you maintain in really grappling these types of topics day in and day out?Ellen: You know, I am one of many, many people in many professions, for a variety of reasons, who have to look at the human condition. And when you talk about race or gender in particular, then it's also my condition. It's how I have been left out or how my father, who served in World War II in the segregated Army came home and couldn't vote or participate in home ownership programs for other veterans. You know, it's the weight of that. It's the understanding of the history and the extent of it and our unwillingness to examine it without distensiveness. That is just--it weighs so heavily. When I have candid conversations with people like Bernard Tyson, like yourself, like anybody, you feel the weight from them, and I feel a tremendous responsibility to get their story right and to put it in the correct context. The other thing I wasn't expecting though--and again, it's purely sort of the naivety of the journalistic separation, you know, the sense that you've got some sort of distance, was how ugly the world was going to get. At some point I felt like I was still going to rely heavily on, you know, data and surveys and diversity reports and truly inspiring one-on-one conversations with people who are doing the work. I was not expecting Nazis in the streets. I was not prepared for video after video after video after video of people shot by and killed by police, you know, which I had to look at them all, and then in order to not make a mistake--because I'm not an expert, I don't have a background in it--every link I share, every interview I have I have to overprepare for, and I've gotten more used to it now, but I would spend hours reading, selecting links, curating them to share, trying to make sure I understood them, making sure I was framing them correctly, and that has been a wonderful masterclass--I mean, I feel like I have nine master's degrees now, but shame on me if I make a mistake about how what's happening in an indigenous community or with gender. I wanted to be able to model the best possible work I was asking other people to do, which also meant that I would have to, you know, own a mistake that I made publicly, which is also what I'm asking people to do. So those are the things--I mean, those are really the things. It was deeply personal in a way I didn't expect. It was more violent than I expected. I mean, I just never imagined I was going to spend my time fighting with people about whether Robert E. Lee was a good guy or not. I mean, it's just a shock. [both laugh] And then it's just the weight of getting it right in areas that are not my expertise, which quite frankly are all of them. Zach: I think that's the most interesting thing about this work. When you talk about--'cause ultimately, you know, you and I, we've had conversations on and off-mic around, like, you're talking to a lot of people who are self-described diversity, equity and inclusion experts, but, like, the reality is, like, all of this work in, like, its full earnestness is still very new, and, like, no one, I don't believe, has a right--outside of people who have lived experience, right? So you're talking about folks who have really lived this and they've built things. They've built coalitions, right? So, like, if you're talking about people with a civil rights background, sure, but I'm talking about, like, the average corporate D&I person. You know, there's very little I believe true, like, expertise. It's like, "We're all out here just trying to learn and grow and amplify and make an impact where we can." I do think that you--and this is not a pat on the back--I really do think it's important that people appreciate folks who are in your position. You're one of the few people I think who, like, will take onus on mistakes that you make, right? Like, there's some journalistic principles to that too of course, but it also I think comes with the domain of what you're covering. Like, I think there's a lot of times when folks just feel like they're so beyond apologizing. It's like, "No, you were wrong. It's okay."Ellen: Right, and that is--it's humiliating and it's hard to master in a highly-competitive environment. It feels like you're going to lose something important, some sort of status thing, but I think particularly for white audiences who don't understand--and I didn't understand until I started learning more--about the contours of what it means to be white, you know? We spend so much time thinking about what everybody else's life is like and what they need from us and what we should do, but we, meaning white people, need to think about what whiteness actually is, and that seems to trigger this hideous reaction from folks. It's like a soul death. I think that the more we become accustomed to making space for these conversations and white people--especially white people who are in leadership positions--talking with other people about the shape of, about the idea of whiteness as a concept, as a construct, and what that means and why you cling to it even if you don't know that you're clinging to it the better off we're going to be. And so modeling that--I'll give you a good example. A couple years ago we sent out a reader survey, our marketing department sent out a reader survey, to anybody who subscribes to a Fortune newsletter, and the first part of the survey was boilerplate and the rest of it was tailored to your specific newsletters. I only paid attention to the information that we were asking from my readers around who they were and what they needed and how diverse they were and all this other stuff. Where I didn't notice was that the first part of the newsletter only had male or female as an option for your gender, and within seconds of it going out my inbox was filled, filled with people who weren't angry but were deeply hurt, and it was such a validation of the relationship that we had created together, but oh, I scrapped everything I was working on, sent apologies to everybody who had written to me, and then spent the next column walking through what happened, apologizing and promising to do better, but in order to actually do that I had to get our folks who designed the survey in Bangalore on the phone and get them to add other options, and then make sure with my audience that I had added the right options. And it was a beautiful experience. I'm still humiliated by it. I didn't even notice. But as a result, I brought that to our Fortune events team, and now all introductory language in all of the scripts for all Fortune conferences uses gender-neutral terms.Zach: Well, it's incredible, right? And, like, I think what people in positions of power--and power is relative, right, and we're gonna talk about this in a little bit, but, like, privilege is relative. You know, I'm a black, straight-presenting straight man, Christian man, who is over six feet. So that comes with certain challenges and certain privileges, but you can demonstrate humility to communicate "Oh, you know, I caught this. I realize I was wrong, and this is what we're gonna do about it." Like, that's huge, and I think also to your point, like, them not being mad but being hurt, like, that's an important part, piece of nuance to grasp, like, to decenter yourself. Like, we've had other conversations on the pod around, like, decentering whiteness from conversations with marginalized communities, and it's like, if you just decenter yourself for a moment, stop thinking that--you know, stop centering your own hurt or your own pride or ego and consider that people are reaching out to you. And they sound angry, or they're yelling or they're using direct or curt language, it's because they feel ignored or left behind or they don't feel seen, and, like, that's important, right? Like, we're all human beings. We all, by the very nature of our own existence, deserve the right to be seen, and I think, like, that--if we can change our perspective a little bit, especially from a leadership perspective, and understand where that pain is coming from and, like, that hurt, I think that can time shift like, just the overall responses, you know what I mean?Ellen: You're absolutely right about that, and it is a leadership skill, and it's an inclusive leadership skill, and it's one of a core set of listening and decentering skills that are very hard to learn and very hard to each, because they do take time to master and to be supported in a work environment, especially a work environment that's under siege, that wants to be innovative or is having some sort of problem, and now we all have the same problem. Now we all have coronavirus. [laughs] So, you know, all of the things that we know to do to be inclusive tend to go by the wayside when we're in an emergency situation and people tend to fall on their worst habits. They hire mini-mes. They assemble teams of people like them. They want to stay comfortable in times of real volatility. So I think we're entering into a pretty interesting test, whether some of our commitments to taking risks--and I've got air quotes around risks--with people who are not like ourselves will stick with that during times where teens are gonna be coming together rapidly and people are gonna be making very difficult decisions.Zach: Agreed. You know, and let's continue talking forward. Let's talk about you actually in this work, 'cause you talked about this shape--and again, like, we don't... I love--sidenote, I love this platform because of the kind of conversations we have. You know, shout-out to you. You're one of the few people on that platform so far that we've really, like, tackled the concept of whiteness. Like, the way you talked about the contour and shape of whiteness, like, how it practically shows up. I want to talk about what it looks like for you being who you are, a black woman in this space, talking to majority-white executive leaders around these issues? And, like, what does it look like to maintain a balance--and I don't even know if balance is the right word, but it's like you have to, I would imagine, carry enough of a relationship so that you can actually get them to open up and have conversations while at the same time--I could be wrong--it seems as if you go, like, too hard, then you end up damaging your potential network and brand, like, to where you won't be able to have anymore conversations with this space, but you're also trying to, like, speak on behalf of, or amplify, marginalized voices or speak truth to power. Like, I'm curious as to, like, that dynamic and, like, how does it work for you as a journalist?Ellen: That is such a great question. Most people don't ask me that, and it really is something I've thought a lot about over the years. The vast majority of the work that I have done as a journalist--which was a second career for me--that involved powerful people had nothing to do with race, although I always asked questions about, you know, race and equity as a natural part of the way I talked. And that was mostly at FastCompany where I wrote a lot of profiles, and writing profiles of people is a different way of telling a story about a company. It means I don't have to be a tech expert or I don't have to be a hardware expert or I don't have to be a medical devices expert to talk to people who are running these kinds of companies, 'cause the higher you go up on the food chain the more of what you do all day is the people part, is making sure that you're removing barriers for growth, and that includes touching product and touching money, but mostly what you do is you think about people, and not just your customers but the people that work for you. And those are universal conversations, and those were ones that I learned to get good at. And I also--this is odd, because I spent years and years and years as an art dealer and working in museums and galleries. I spent a lot of time talking to people I didn't know--typically people who had more money than I did--about something they absolutely did not need to buy, which is, you know, pigment on some parchment or fabric, and then just talk about the world, the world of ideas, and I got very comfortable talking to people with status because of that decades-long experience, and once you start talking to people, then other things can flow from it. So I walked into the race beat having developed a sense of comfort and belonging talking to people who were quote-unquote powerful, and to your point--and I'm going to say this delicately--because I've always been sort of a middle-of-the-pack person in the news room, in journalism, I'm not part of any kind of fast track, I don't look like the next editor-in-chief of anything, you know, based on results of the last couple of decades. I felt a sort of freedom that people who are largely invisible often feel, and I was lucky. I wasn't head of a household. I didn't have children for most of my journalism career. I'm a stepmother now, so I don't bare the sole responsibility for their well-being. I support older relatives, but for the most part I live a pretty safe and self-contained life, so I felt like I could take some big swings and big risks, and I--I just am nobody's next choice for executive anything, right? Like so many of us are. I'm the person--and I say this with real love and real respect, but I am the person who found a niche and was expected--and I expected it of myself--to stay there. It is a very freeing thing. As much as I would love someone to throw me the kids to a major publication and have all of my leadership delusions of grandeur play out for me, for the most part I got where I am by turning in story after story after story after story asking very powerful people some questions that I was legitimately curious about, about how they think, how they lead, how they make mistakes, how they course correct, you know? And these are difficult conversations to have. It was not fun for me ask Mark Parker, the CEO of Nike, what the heck was going on with Tiger Woods, right? These kinds of things. It's like, "What's at stake?" And we talk about all of them with a sense of purpose of telling a story and not a sense of "I need to hold you accountable." On the other hand, I haven't really interviewed any actual evil-doers. I've never chased down Harvey Weinstein. I've never chased down a person who is an obvious problem that way, and I think I look forward to being able to do that one day, but I do think in the work that I'm doing now, when I started diversity and inclusion as a serious practice and as a serious emphasis, it was relatively new. Four years into it, we haven't gotten very far, and now I think I'm going to find myself having more serious conversations with people who have said all the right things and haven't gotten very far with their results, and those are going to be candid conversations. They're going to be challenging conversations, and I assume noble intent for all of them, but I do think that corporate America, when it comes to inclusion, is going to have to face some sort of reckoning, and there's some obvious problems in the tech world. There are some obvious problems people aren't even trying, but there are some real bright spots, particularly in certain sectors--like consultancies for example--who really are trying. They may not be getting where they want to go, but there's a real openness there. So I expect the conversations I will be having to be getting more emotional because we now have data, and the data shows that we're not moving far enough fast enough.Zach: No, you're absolutely right. And to your point, I do think, relative to other spaces, there are at least consultancies in that space--like, they're out there at least talking the talk, and one could pessimistically surmise that that's because of who their clients are or how they're trying to market, but still, like, they're doing more. That space--and, you know, we could go firm to firm, but that space is doing more than, like, you know, certainly than Google is doing today, right? Or Uber or others. So I 100% hear you on that. I do agree. One I think it's incredible that you acknowledged the fact that, like, having made the progress and had the momentum that you're looking for, I do agree--and it resonates with me--about the fact that the work itself is going to need to get more, you know, lovingly confrontational. You know, not your work explicitly. I mean just, like, diversity, equity and inclusion work is going--because I do think as we have Gen Z, as they integrate more into the workforce, you know--people talked about millennials have a lower bar, level of tolerance, for some of the talking [?], and, you know, they'll leave or they'll transfer jobs or they'll quit or they'll pursue their passion, all that kind of stuff. I really think we're gonna see a much different and higher degree of that with this next generation of workers, right? And I think that, like, they're just a savvier group of people. They're more, like, just informed, because they grew up--they didn't grow up on the Internet when they were, like, in high school. Like, they had tablets when they were toddlers, right? So the idea of this next group wanting a different type and level of accountability, and the fact of the matter is that Gen Z, like, it's gonna be the most, like, diverse group of people that's ever entered the workforce, you know what I mean? Like, more black and brown, more gender-fluid, trans, non-binary, more representation across the spectrum. Like, there's gonna just be way more, like, just a different cohort of worker in this next generation, yeah.Ellen: That's right, and hearts and minds are just not gonna get you there. We cannot make sure that everyone feels super comfortable and understands everything and just feels good about things, you know? I think the first step is going to be what are the actual rules and systems that you can put into place that will mitigate bias and make sure that people are behaving well in the workplace? There are a couple of things that often come to mind, but Intel has the warm line. Are you familiar with that? Zach: No, break it down for us.Ellen: I really--and Barbara [?] is their chief global diversity officer. She's really smart. She's really on it. They have a very unusual way of measuring in diversity in that they're on track, it's where the percentage of representation in the marketplace--which I appreciate--and they're managing to it beautifully, but if there is a [?] person at any level, but typically individual contributor, is having a problem with their manager, they have something called the warm line. It's warmer than the hot line, and they can find somebody who is trained to understand to help them understand what's happening. So it's like putting in a ticket, like, a tech ticket, and determining what needs to happen next, and what often needs to happen next is that their manager needs an intervention. Some support, some training, some information, and that is looked at as a developmental experience, not a punishment, and some of their--I don't have their data in front of me, but their data around the warm line usage has been outstanding. People have been using it. People have been flagging issues. They've been using it to not only help individual managers but to beef up training, making sure that this is something for everybody and that managers who get a call from the warm line people aren't feeling shamed by it so that they disappear forever. And I was really--that is an example of a systemic approach to people's behavior and making sure they understand what's expected of them if they're having trouble just formulating a response, that they have that new information, they have that language at their fingertips, but making it very clear across the line about people are feeling at work is important to the organization. You link that to performance metrics, to your performance reviews, if you link that to your compensation, are you promoting people? Not just bringing people onto your team. Are you moving them along? Those are the kinds of things that really make a systemic difference, and the hearts and minds will follow. I hope that the hearts and minds will come along as we become more comfortable working with people who are different from ourselves, because that's the gift of proximity, you know? That's the whole purpose of proximity, as Brian Stevenson so beautifully talks about. But these are the kinds of bright spots that I collect. Like, little pearls of hope that I collect that make me feel hopeful that people are very serious about solving some of these issues.Zach: No, 100%, and I think to your point, like, what I'm excited about, what I have not seen, right--and I'll also say, Ellen, like, Living Corporate has allowed me space to interview a wide array of people, right, as you know, but what I haven't explicitly experienced and what I haven't really heard anyone articulate is, like, we're in this phase now where it's, like, all about, like, awareness and unconscious bias, right? So, like, we're doing unconscious bias training, we're kind of still talking about vocabulary. You know, that's kind of, like, really been the space we've been in for some years now, and what I'm really interested in seeing in this next phase of leadership development and work and just in this space overall is let'sg et away from, like--and not get away from it wholly, but what I mean is let's continue the conversation forward. Yes, we've talked about the historicity of racism. We've talked about structural inequity, but sometimes it turns, like, theoretical or, like, abstract, like it's out there, right? Like, I'm really excited about what does it look like for you to--so yes, we have structural inequity and we have--like, a variety of ways, right? People are economically disadvantaged. There's food deserts. There's all types of things. Let's also talk about the structural inequities in this workplace, right? Like, let's talk about our behaviors in this space and how it reinforces patriarchy, white supremacy, how we have outmoded ideas of hierarchy and power and structure and how [those] things not only curtail innovation, but they also exacerbate mental wellness problems and challenges, right? Like, that's what I'm looking for. I'm looking for us to evolve and put some of the white fragility down and have some honest dialogue around that, you know what I mean?Ellen: I do. I'm hoping that I'll be able to find ways to either lead these kinds of conversations or participate in these kinds of conversations that will send a ripple through a culture. And you are absolutely right. For it to work, for it to work well or really at all, it has to ripple through the culture of what is perceived to be power now, and that's hard, and that's terrifying, you know? Power does not give itself up easily. As a culture, in the United States at least the majority culture--I know you guys talk about the majority culture, which is different in other places--we have a very specific idea of who we think is powerful, and we're still going through the exercises of "Google a Leader" and, you know, pictures of white people show up, or ask a child "What does a doctor look like?" and they draw a white guy in a white smock. It's just--the image is so ingrained. I think this is where the entertainment media has a real role to play, just by normalizing certain kinds of people who aren't typically in charge. The idea of non-traditional casting is already an insulting point of view, but it explains the problem. The president has typically looked a certain way in the history of media. Women have always been presented as a certain way, as sort of the sidekick or the supporter or the sexual object and powerful for ways because they were magic or wiley or just nonsense things that influence all kinds of ideas about how we as an entertainment culture think of people who are powerful. Black people with certain kinds of hair would automatically make things like the Crown Act less of a big deal.Zach: The fact that we even have to have a Crown Act is wild.Ellen: It is wild. All of this stuff is wild, and little by little as people start to notice it and think about it in context, once you get over the initial shock of "God, how did I not know this before? I'm embarrassed," or "I'm embarrassed that I noticed in myself that I was uncomfortable with the dentist with braids," you know? Suddenly just to make the cultural aspects of that less wrenching for individual people, but it does have to be intentional. I think I have looked at too many videos of young people with tiki torches or read too many ridiculous sort of comments on TikTok videos or just in general on social media to believe that young people automatically have the answer. I assure you they do not.Zach: Yes, it's a lazy analysis, truly.Ellen: It is terrible, and even if they did it wouldn't make a difference if they don't come out to vote, you know? The young people's revolution is not coming. It has petered out. And I think as young people in particular walk into their lives and feel increasing pressures of, you know, wanting to have a life partner, wanting to have a livable home, wanting to have a livable wage, all of the pressures and the weird preconceived notions about what we think is power and what we think is good behavior in society is gonna come bubbling back and turn into their worldview. It just feels inevitable at this point. Zach: I think that really helps us transition into the work that you're doing now and the topic of your conversations on raceAhead and even just the focus of, like--the things I see that you tweet about and you talk about, right? You've been covering politics this year. Why is that?Ellen: You know, I--in the last couple of years, particularly as the Trump presidency was starting, I made a decision that I was going to mention things that he said that were not true or address the policies and how they affected my audience in a very direct way, and that was something that I think many, many, many people in many industries had to work very hard to think about the fine line that they wanted to walk on there. They don't want to alienate someone who feels strongly identified with Republican values and principles and also not make the president angry if you have to interface with him for any reason like most people in business do, but I have a very specific audience. I have an audience of people who are considered--my audience cares about people who are black and brown and Hispanic and immigrant and AAPI and LGBTQI+, you know, all of those things. People who are underrepresented in communities, in schools, in power, in leadership, in business and in financing, you know? Like, all of the things that we know. If we care about this audience we have to examine, in direct ways, the speech and the policies that affect this audience. That is the talent pipeline. That is my audience, and if you want to have a diverse pipeline you have to care about the fact that black women are unlikely to survive motherhood. You have to care about the fact that certain neighborhoods are safe in very, very specific and manageable ways and we don't manage them. So I cover all of that, and this particular administration far more than previous ones is working really hard to not only undo any of the elements of the previous administration, the Obama administration, that led to greater inclusion in the government and across society, but were directly aggressively making people less safe, from the immigration ban, from transgender issues both in the military and throughout society. It was just, like, one thing after another, so I just decided that I had to talk about it, I had to flag it. Making people afraid to take the census is an incredibly dangerous thing, you know? The under-counting of vulnerable communities, of people who are worried that their citizenship is going to be questioned, is dangerous. It's going to have an impact on community health for years to come. The kids in cages at the border. Like, all of this. It was just an overwhelming amount of things that hit the political and public policy sphere, so I decided I was gonna cover it all, not necessarily advocating for one candidate over another, but just--these are the issues, and you should flag them, and you should understand the genesis of them and come up with an idea for yourself. And I will say though, for 2020, just for a brief moment of time, having such a diverse slate of candidate was a beautiful and affirming thing, and it was an interesting way to get to know a variety of different people and their communities and where they came from but also try to understand where they fit into a traditional political machine. I don't think I have any answers around that, but it has been interesting to watch it and it has been interesting to see where voters are moving to feel safe and hopeful. I'm speaking really carefully right now. [both laugh] I don't want to reveal too much of my own personal preferences, but I do think as sad as it has been for people to lose their candidate of choice, it was tremendously exciting to see such diversity on stage. Andrew Yang was a surprise, right?Zach: Yes, and I think it's like--it really helps me as someone--you know, we all live in respective bubbles, like, no matter how "woke" or aware we think we are, like, we all have areas we just don't understand. I think that was a wake-up call for me. Like, "Dang, y'all really--okay, we voting for Andrew Yang? Okay." I think--I'm really curious, as we come to a close here... when Bloomberg was in the race, maybe you were holding it back but you didn't seem to hide your anger and frustration, not only on your personal social media accounts but also on raceAhead, and I'm curious to know what role do you believe that anger can play in speaking truth to power and then driving systemic change?Ellen: That is such a great question. I was livid, and I am still surprised at how angry I got with that thing he said. He lied about what redlining is to protect his client. I mean, his entire wealth is based on his relationship with the financial services community. I mean, just billions and billions of dollars is running around and then he lies about what redlining is, and I just--I lost my mind, and I honestly don't know what it was that triggered such a strong reaction. It could be a variety of things including, you know, blood sugar and not enough sleep or whatever, but I was well and truly angry, and I tried so hard not to sound angry in that column, and I'm a little bit afraid to even go back and reread it because I was shaking mad for days. I just--I couldn't, and I really struggled to figure out what it was that had triggered me so badly. And the problem is that in order to write that column I went and looked up some of the tracks on redlining and read what people wrote about how they were managing these communities and really just thought about, let it marinate, in the kinds of things that people were saying, specifically about immigrants and black people and jews. Just the hatred and the way they described how they lived and the way they went out of their way to make sure that these communities were isolated and continue to be isolated for generations, and then to just breezily say... look at how mad I am now. Look, you just made me so mad right now. [both laugh] And just to breezily say, "Oh, yes, because the banks changed their regulations poor people got mortgages they couldn't manage and they ruined the economy for everybody," and not one person associated with the '28 financial crash was held, like, accountable. Really, really accountable. They paid fines, there was a rearrangement of things, and I know that there were plenty--I've interviewed plenty of bank executives who felt the weight of that--all of them women by the way--who felt the weight of it, who felt that it was an important wake-up call to make real changes. I'm glad nothing similar has happened again, but I just--I'm speechless I'm so angry just even remembering that, and so what I guess I would say to answer your bigger question is that the righteous rage of people who have a point to make, and it's about systemic unfairness and it's women who get put down for their anger and they're called all kinds of names, it's black people who are isolated as sort of the angry black man, the angry black woman, you know? The things that we do to put down people who have a real point to make is such a sign that we're on the right track, you know? That powerful people respond with lies. And Bloomberg is a smart man. He willfully misrepresented the definition of redlining, and there's nothing anybody could tell me that would make me believe any differently, and he did it for a reason, and he did it to protect powerful people such as himself, and he did it because we are not, as a society, prepared to do our own work, to read books, to think about how things actually work and to doubt powerful people, because we need them and we depend on them for our survival. You know, that's how they get away with it. And so it takes the angry voice, the clear voice of "That is not true," we need them, and we need them whether we're typing, we need them whether we're showing up and voting. You don't have to be screaming it but, you know, hang onto it. Hang onto it. You know, there's just--the world really depends on someone who is too agitated by a terrible injustice that continues to play out in front of them to sit by the wayside. And, you know, call me an angry black woman, call me--you know, call anybody anything, as soon as you start hearing that label you know that you're onto something, and that leads to the ultimate expression of allyship is believe other people. You know, that's it. You don't get to call yourself an ally. I get to call you an ally, and I will call you an ally when you believe, when I see you believing and taking an action that puts you at risk, and that's what we need to see. Don't ask people to prove it. Don't ask people to present you more evidence. I'm not coming at you with a PowerPoint deck. None of those things. When people tell you there's a problem you need to listen to them, and that's it. That's the one-two dance of anger that's... that is... I am furious thinking about that damn redlining thing. I am, like, legitimately furious. I was furious for days, and I still--I cannot tell you--in your spare time you should get a therapist license, because that would be hilarious to actually process this with you. I cannot quite put my finger on what made me so angry, but I could not believe it. It was everything. You know, this guy breezes in, starts throwing money around, he wants to be president. Ugh. He could have registered--how many fines of formally incarcerated people in Florida could he have paid to restore their voting rights? Zach: He could've fixed the entire Flint water crisis with millions left over.Ellen: Millions left over for a party. It's just--I don't... I couldn't believe it, and then to lie like that. It's--ugh.Zach: I apologize for taking you there. I didn't--Ellen: It's good audio, man. It is good audio.Zach: But it's important because I do think we're missing that too. I think we're missing the reality of the rage that comes with lived experience when we talk about equity, right? I think it's Eurocentric in origin. It's, like, this overdependence on--it's like we almost make data divine, right? Like, look, data are just points of information compiled by human beings that have conscious and unconscious biases. This quantitative data is but one point. There are other things that need to be considered, and that has to I believe include lived experience. You know what, I really think, Ellen, we need to just--we need to end it right here. Y'all, shout-out to Ellen McGirt, senior editor of race and leadership for Fortune Magazine. We're gonna have all of her information in the show notes. Make sure y'all subscribe to all of her different newsletters including raceAhead. It's a wonderful read. I check it out every single day. We definitely consider Ellen a friend of the pod, of Living Corporate as a whole organization. Y'all, we here. You know, every Tuesday we're dropping these real conversations. Make sure you check us out. You know what it is. Just Google us, man. I ain't about to list all our stuff. Just Google us. Living Corporate. Until next time, y'all, peace.
This week we got to connect to Karen Guggenheim, Co-Founder of the World Happiness Summit, now in its 4th year in Miami, Florida. Karen’s own passion for choosing happiness is rooted in personal tragedy. Seven years ago she lost her husband of twenty-one years and decided that she could choose to be a victim and let one event define her life or choose to be happy. She chose the latter, guided by her intention to have a life full of purpose and meaning. This act set her on a course to re-invent her life and connect with others studying the science of happiness. For the last four years she has brought the world's leaders in science, psychology and wellness together, creating a ripple effect around the world by giving people tools to develop their happiness by implementing practices in their day to day lives. In this episode, we talked about her path, the science of happiness, how important wellness in the workplace is, and how her foundation is helping to bring these practices to a wider audience including successful programs in schools and corporate settings. We also talked about steps everyone can take every day to increase happiness in their own lives, and how truly transformative change comes from the rather simple concept of consistency. Lastly, we talked about the life changing aspect of choosing to be happy, and how growing your “happiness muscle” is both teachable and learnable, and vital for long term wellbeing. Additional Resources:https://www.worldhappiness.com/ Guest Bio:Karen Guggenheim is Founder of the WOHASU Foundation, and Co-Founder of the World Happiness Summit®. Stepping into this role is an evolution of her extensive career arc, which includes editorial board work with The Miami Herald, strategic communications and integrated marketing expertise with C-Level executives as well as worldwide brands and a personal passion for making a happier world through helping create endeavors that teach happiness practices one person at a time. Under her leadership, WOHASU was awarded with the “Key of the City of Miami” by the Miami Mayor and the members of the Miami City Commission, and inaugurated the first World Happiness Summit in Miami in March 2017. Karen leads the efforts to unite the innovative gathering of government policy makers and leaders, forward-thinking economists, leading academics and entrepreneurs in an unprecedented format around the data-driven science of happiness. It is Karen’s goal to champion the WOHASU mission to invest in and support initiatives like the World Happiness Summit as well as make a happier world through such endeavors. She is also visiting professor in the Executive Master in Applied Positive Psychology at the University of Lisbon, and is a regular speaker at the Horasis Global Meeting in Portugal. She was also invited by the Colombian government to speak at the Optimism at Work Conference in Bogota, Colombia, and at Sustainable Brand’s New Metrics Conference in Philadelphia. Karen has been a guest in several leading happiness podcasts where she has shared her passion about the global happiness movement. Karen holds a Master in Communication from the University of Miami and an MBA from Georgetown University. Charity Spotlight: Vital Voices Global Mentoring Walks https://www.vitalvoices.org/global-mentoring-walks/ Through the Vital Voices Global Mentoring Walk, mentors and mentees come together to walk in their communities, sharing challenges and solutions and forming supportive bonds that foster growth, confidence and leadership. This global movement began with one women’s effort to share her knowledge and experience with aspiring women leaders. Geraldine Laybourne, Founder and former CEO of Oxygen Media, responded to requests for advice from young women by inviting them to meet her for a morning walk. It became a routine for Laybourne, and an invaluable opportunity for women who wanted to learn from her experience and perspective. A longtime friend of and board member for Vital Voices, Laybourne introduced the concept to leaders of our Global Leadership Network, who in 2008 took the idea to their home countries and coordinated the first annual Vital Voices Global Mentoring Walks. Since then, more than 550 Walks have been coordinated in over 80 countries around the world.
CultureCon (produced by The Creative Collective NYC) took New York and the creative community by storm and we’re talking to the woman behind the vision, Imani Ellis. We’re tapping into her skill to manage, delegate and execute a vision because she still has a 9-5 as a Communications Director at Bravo and Oxygen Media where she oversees press strategy for various series, including The Real Housewives of Atlanta. Imani shares things she learned in business and how she has tweaked her mindset to become the leader that she is today. Teami Blends website - https://www.teamiblends.com/ Use code SPQ for a discount!
Some feel these are the worst of times, that we’re living in an America fraught with political discord and governmental dysfunction. But how bad is it in American towns? Writers James and Deborah Fallows traveled 100,000 miles across the country to find out. Using a single-engine prop airplane, the husband-wife team visited dozens of towns from Sioux Falls, South Dakota, to Allentown, Pennsylvania. They interviewed civic leaders, immigrants, educators, artists and more, turning their interviews into a book, “Our Towns,” released this week by Pantheon Books. James Fallows joins Julian Zelizer and Sam Wang in this episode to discuss the book and an account of a country busy remaking itself. James Fallows has been a national correspondent for The Atlantic for more than 35 years, reporting from China, Japan, Southeast Asia, Europe and across the United States. He is the author of eleven previous books. His work also has appeared in many other magazines and as public-radio commentaries since the 1980s. He has won a National Book Award and a National Magazine Award. For two years, he was President Jimmy Carter’s chief speechwriter. Deborah Fallows is a linguist and writer who holds a Ph.D. in theoretical linguistics and is the author of two previous books. She has written for The Atlantic, National Geographic, Slate, The New York Times and The Washington Monthly, and has worked at the Pew Research Center, Oxygen Media and Georgetown University. She and her husband have two sons and four grandchildren.
America is a treasured tapestry of towns and cities. On this week’s City Voice Podcast I’ve enlisted the help of James and Deborah Fallows. With their help, we hear about that tapestry. What does it really look like? Is it frayed? What does it's future look like? They spent the better part of five years immersing themselves in small and medium-sized town and cities across America. They did all this traveling in their small single engine airplane. The combination of both on the ground and birds-eye perspective gave them a unique look at America. The aerial insights inform how and why towns were built where they are and what their natural strengths are going forward. Getting to know the people on the ground gave them and now us a more immediate read on where America is and where it's likely headed. They are the authors of, Our Towns, A 100,000-Mile Journey Into The Heart Of America. Our Towns reads like a modern-day Lewis and Clark single-engine airplane travel log for Cond'e Naste. It’s also bit of an urban planning enthusiasts guide to placemaking in small to medium size American cities and towns, it’s a keen observer’s take on the fabric of America, it’s a reporter's account of economic development in the heartland, and it’s an America political analysis during the times of Presidents Barak Obama and Donald Trump. James Fallows has been a national correspondent for The Atlantic for more than thirty-five years, reporting from China, Japan, Southeast Asia, Europe, and across the United States. He is the author of eleven previous books. He has provided commentaries for NPR since the 1980s. For two years he was President Jimmy Carter’s chief speechwriter. Deborah Fallows is a linguist and is the author of two previous books. She has written for The Atlantic, National Geographic, Slate, The New York Times, and The Washington Monthly, and has worked at the Pew Research Center, Oxygen Media, and Georgetown University. Thanks and don’t forget to subscribe to City Voice and share with your friends. SHOW LINKS "Our Towns" Amazon Link To Purchase the book James Fallows Deborah Fallows Their blog American Futures
Brian Banks was wrongly convicted for a crime he didn’t commit in 2002 and after serving 5 years in prison and 5 years on parole was completely exonerated for the crime. He went on to play professional football in the NFL and is now using his story as a platform to uncover the truth behind controversial cases that may have led to wrongful convictions. Brian and former prosecutor Loni Coombs work tirelessly to uncover the truth behind controversial cases that may have led to wrongful convictions on the new Oxygen Media series “Final Appeal".
When a woman's husband is gone for work, she finds companionship elsewhere. John and Daryn discuss a murder with a motive rooted in money.Mail: You can send us things! Send all mail to: Martinis & Murder, Oxygen Media, 30 Rockefeller Plaza12th Floor, New York, NY 10112.The Martinis and Murder Hotline is live! Call us at 212-664-2072 to leave voicemails, feedback, martini recipes, case suggestions, or to yell at Matt! All we need is your first name, last initial, and where you’re from (city and state). Please note that your submission constitutes permission to use your message on the podcast. And remember, you have to be 18 or older!Subscribe to Martinis & Murder for new episodes every week!
Every Tuesday and Thursday from 1-3PM EST call 347-945-7680. KM-UNITY is where we build on it ALL. Let's have fun, get smart, and link up. For spiritual work and to connect with KM go to: www.siriusbitch.com Social Media Instagram: https://www.instagram.com/thesiriusbitch/ Facebook: https://www.facebook.com/thesiriusb/ Twitter: https://twitter.com/thesiriusbitch YouTube: https://www.youtube.com/channel/UCQXYyANsaPoMcCFfNCS_9Tg ******************************************************** For spiritual classes go to : http://www.saduluhouse.com/store/ For our spiritual store go to: http://AlphaOmegaStore.com For Broadcast go to http://www.enlightenmentandtransformation.com ********************************************************* All My Babies' Mamas His TV series, All My Babies' Mamas was set to air later in 2013 on the Oxygen channel. On January 15, 2013, Oxygen Media cancelled the show, stating in a press release that "as part of our development process, we have reviewed casting and decided not to move forward with the special." However, on February 26, 2013 Shawty Lo announced that there were other television networks that were interested in the reality show.
On the March 29, 2016 show, the first guest is Brenda Clement, executive director of Citizens Housing and Planning Association, a nonprofit association for community development and affordable housing in Boston, MA. Citizens' Housing and Planning Association's mission is to encourage the production and preservation of housing that is affordable to low and moderate income families and individuals and to foster diverse and sustainable communities through planning and community development. In the second half of the show, Rabbi Address speaks with Nancy Collamer, a career consultant, speaker and author of Second-Act Careers: 50+ Ways to Profit from Your Passions During Semi-Retirement. [spp-player] About the Guests Brenda Clement Brenda became Executive Director of Citizens' Housing and Planning Association (CHAPA) in April 2012 and is responsible for managing and overseeing all aspects of the agency's work. Established in 1967, CHAPA is a non-profit umbrella organization for affordable housing and community development activities in Massachusetts. CHAPA is the only statewide group that represents all interests in the housing field including non-profit and for-profit developers; municipal officials, local housing providers and advocates, lenders, planners and other housing professionals. In 1995, CHAPA created the New England Housing Network which coordinates federal advocacy efforts for affordable housing across the region. Brenda has over 20 years of experience in the housing and community development field. She previously served as Executive Director of the Housing Action Coalition of Rhode Island, a statewide affordable housing advocacy organization, and as Executive Director of the Housing Network, the Rhode Island trade association for community development corporations. Brenda is also a founding member of the New England Housing Network and serves on the Board of the National Low Income Housing Coalition currently as Chair. She has a Bachelor of Arts in Political Science/Economics from Providence College and a Juris Doctor from Washington College of Law at American University. Nancy Collamer Nancy Collamer is a native of Freeport NY, who studied psychology at UNC/Chapel Hill. She spent her early career working in corporate human resources where she learned about interviewing, training and labor laws. But after becoming a mom in 1987, Nancy decided to leave corporate life behind and headed back to school to get a masters degree in career development. Since that time, she's been helping clients around the country find more fulfilling ways to earn a living on a flexible basis. She has written extensively about careers for a number of websites including Oxygen Media (1998-2001) AARP.com, MariaShriver.com and Job-Hunt.org and has spoken at venues ranging from Harvard Business School to the California Governors Conference on Women. My advice has been featured in numerous media outlets including NBC Nightly News, The NY Times, CNN, Redbook, Ladies Home Journal, O Magazine and Fortune (you can get the full media list here). Boomer Generation Radio is sponsored in part by Kendal Corporation, a Quaker-based provider of continuing care retirement communities in the Northeast and Midwest, airs on WWDB-AM 860 every Tuesday at 10 a.m., and features news and conversation aimed at Baby Boomers and the issues facing them as members of what Rabbi Address calls “the club sandwich generation.” You can hear the show live on AM 860, or streamed live from the WWDB website. Subscribe to the RSS feed for Boomer Generation Radio podcasts. Subscribe to the RSS feed for all Jewish Sacred Aging podcasts. Subscribe to these podcasts in the Apple iTunes Music Store. Subscribe to our email newsletter. [spp-optin]
Lisa Gersh is the CEO of GOOP, a lifestyle website that features fashion, travel, food, all actionable content curated by a team led by Gwyneth Paltrow, the founder. Prior to arriving at GOOP over a year ago, Lisa served as President and CEO of Martha Stewart Living Omnimedia. She also co-founded Oxygen Media, serving as both the president and COO. She and her team ultimately sold Oxygen to NBC for about a billion dollars. With Lisa I learned… The right way for someone to ask HER for a raise. She’s been leading companies for years. She’s been in charge of hiring and promotions. From her perspective, what’s a smart way to ask for more money on the job? Paying her way through college when her parents were unable to afford it. How she strategized. The future of GOOP…Lisa uses the term world domination. For more information visit www.somoneypodcast.com.
Art Is King podcast episode 64 This weeks interview is with a talented artist, animator and graphic designer Carrie Hawks. Having worked for Oxygen Media, Wired Magazine and now with Al Jazeera America, Carrie has put in the hours to refine the natural talent that she recognized at an early age. Check out more of Carrie’s work online and check out her upcoming documentary: Black Enuf. https://www.facebook.com/carrie.hawks1http://www.maroonhorizon.com/https://vimeo.com/maroonhorizon http://carriehawks.blogspot.com/https://twitter.com/maroonhorizonhttp://blackenuf.com/https://www.facebook.com/blackenufThe Art Is King podcast is made possible by our generous sponsors: The Law offices of Deborah Gonzalez Esquire (www.dgonzalezesq.com)VelocityScreenPrint.netRevolvSkate.com OHub at GIANT SouthSide SickestMex Manny Beats The Biz Garage SuperNova South OnyxCon.com and Also be on the lookout for reduced rates on websites for artists by DenominatorGraphics.com and luccom.com check ArtIsKing.org for details! This has been your Art Is King podcast and I am DTM of DeltaTangoMike.com telling you to Get out and Learn so you can Earn. Let go of the Starving Artist Title and move into the Thriving Artist Art Life!
Art Is King podcast episode 64 This weeks interview is with a talented artist, animator and graphic designer Carrie Hawks. Having worked for Oxygen Media, Wired Magazine and now with Al Jazeera America, Carrie has put in the hours to refine the natural talent that she recognized at an early age. Check out more of Carrie’s work online and check out her upcoming documentary: Black Enuf. https://www.facebook.com/carrie.hawks1http://www.maroonhorizon.com/https://vimeo.com/maroonhorizon http://carriehawks.blogspot.com/https://twitter.com/maroonhorizonhttp://blackenuf.com/https://www.facebook.com/blackenufThe Art Is King podcast is made possible by our generous sponsors: The Law offices of Deborah Gonzalez Esquire (www.dgonzalezesq.com)VelocityScreenPrint.netRevolvSkate.com OHub at GIANT SouthSide SickestMex Manny Beats The Biz Garage SuperNova South OnyxCon.com and Also be on the lookout for reduced rates on websites for artists by DenominatorGraphics.com and luccom.com check ArtIsKing.org for details! This has been your Art Is King podcast and I am DTM of DeltaTangoMike.com telling you to Get out and Learn so you can Earn. Let go of the Starving Artist Title and move into the Thriving Artist Art Life!
Laurie Benson ist Verlagsdirektorin von Time Europe und für Marketing und Sales der Region Europe, Middle East and Africa zuständig. Benson gründete Oxygen Media, einem Unternehmen das sich schon frühzeitig auf die Konvergenz TV und Online konzentrierte. Ihre Management-Laufbahn führte sie über das Key Account-Managent des TV-Senders CNN und war für die Einführung des Home & Garden TV-Networks mitverantwortlich. In der europäischen Medienindustrie gilt sie als eine der derzeit faszinierendsten Medienmanagerinnen. Die Time Europe-Direktorin macht in ihrer Keynote auf die rasanten Veränderungen des Mediengeschäfts durch die Entwicklung der digitalen Medien unter aktiver Beteiligung der Konsumenten aufmerksam. Technik versetzt den modernen Medienkonsumenten zu wählen, teil zu nehmen und aktiv Inhalte und Programme zu gestalten. Aus den Rundfunk-Empfängern werden Medienakteure, die die globale Medienbranche massiv verändern werden.
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